Proper training and development have a major contribution towards growth and success of an organization. It provides an extra edge over the rest of its competitors. However, an effective training programme involves below mentioned step by step process.

Organizational Objectives Every organization has a set of long term and short term objectives.Therefore, before planning any training programme for the employees, it’s important to take into account the organizational objectives. This means, the training programme should be framed in such a manner that it assists the employees to achieve those objectives. However, in cases where organizations do not have a well defined objective, its important to define the objective of the organization first, so that training programme is developed accordingly.

Identifying Training Needs Main target of a training programme is its employees. They are the ones who have to undergo training.Therefore, while planning a training programme, its essential to identify the training needs of its employees. So that, when the training programme is executed the respective employees (trainees) are benefited from the same. This requires the analysis of –

Organization
Area where training is needed
Job characteristic of the employee to be trained
Need of the employee to be trained

By doing the above analysis, one comes to know the current status of the organization. It further helps the management, to compare the current status of its organization with respect to its future objective. It also helps to determine, the area where training is needed as well as the section of the employee who needs to be trained .Based on this, they are able to plan and frame the training objectives of its employees.

Selection of Trainees Every organization has its financial limitations. Based on its budget it selects the number of its trainees. There are number of employees in every department and all these employees cannot be selected for undergoing training.Therefore, only those employees, who have the ability and interest to learn and implement the same are selected as trainees. Training programmes involve huge amount of expenditure.So, employees who have a long term relationship with the organization and are considered to be loyal and stable should be selected for training. Selection of right candidate is necessary for a successful training programme.

Setting Training Goals Setting training goals is the next step while implementing at training programme. Goals of every training programme should be based on its organizational objective. This is because; the ultimate aim of every training programme is to achieve the organizational objective. It should include all the steps necessary to polish or update their trainees with the required set of technical and behavioral skills .It should be framed in such a way that the trainees are benefited from the programme .This in return ,helps the employees to attain their individual goal and hence, the organizational goal on the whole.

Training Methods Basically there are types of training programmes.Firstly, On-the-job and secondly,Off-the-job techniques.

On-the-job training is the one, where training is provided to the employees while they perform their regular jobs. This saves time and is cost effective method. On-the-job techniques include orientations, job instruction training, apprenticeships, internships , job rotation and coaching.

Off-the-job techniques include lectures, audio and video methods, conferences, discussions, case studies, role playing, simulation and laboratory training. However, these methods of training programmes are costly.

Each of the above methods of providing training programmes have their own set of advantages and disadvantages.Based on the organizational need and its trainee need, one or more than one set of training programs can be selected.

Selection of Trainers People who conduct training to trainees are called trainers. Once, when the training method is decided, there is selection of trainers. Again selection of trainers, depends upon selection of training method and selection of trainees

Like in case of ‘on the job training method’, trainers are preferably supervisor’s i.e. senior persons in the hierarchy level. While in case of, ‘off the job training method’ trainers selected can be either from in-house or they can be hired from outside the organization. However,in either case the main criteria should be that the trainer is a knowledgeable person and should posses the technical and related behavioral skills. He should be capable of imparting knowledge and skills to the trainees. Trainers should posse’s clarity of thoughts with respect to organizational objectives. Beside this, he should have an excellent communication skill.

Training Administration Having said and done all the planning for the training programme, the next important step is to administer the training . Keeping in mind the nature of the selected trainees i.e. kind of trainees and the method adopted, one should chalk out some essential operational issues for an effective training program .Like –

• Location of the training programme should be easily accessible. This becomes all the more important in case of; ‘off-the job training method’.

• Training programmes is a learning process and hence requires a peaceful and cool mind of the trainees and trainers.So, management should always plan and provide all the basic facilities during this period. The basic mantra is to keep them content and happy. So, all facilities should be provided to make them comfortable.

• In case of technical training, machines or other related equipments should be present on the place or location of training.

• Along with the location decision, timing decision should also be taken. While conducting training programs, one should always choose correct and convenient time of training.

Evaluation of Training In order to check out the effectiveness of the training programme, it’s very important to evaluate the same from time to time. During the training process, trainees should be evaluated to check the quality of their new acquired skill. This also helps to determine their individual growth and progress, which in return helps in determining the organizational progress.